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2020

Mid Term Assessment
Performance Management

Topics:
 Dysfunction of performance appraisal methods
 Modern trend and issues of human resources
management

By Azka Akram

Topic:
Dysfunction of performance appraisal methods:

Performance Appraisal:
A performance appraisal is a regular review of an employee's job performance and
overall contribution to a company
...

Companies use performance appraisals to give employees big-picture feedback on
their work and to justify pay increases and bonuses, as well as termination
decisions
...

Performance appraisal is a formal, structured system of measuring and evaluating
an employee’s job, related behavior and outcomes to discover how and why the
employee is presently performing on the job and how the employee can perform
more effectively in the future so that the employee, organisation, and society all
benefit
...
It all depends upon the
nature or size of the organisation, and sometimes necessity of the managers decide
the period of performance appraisal of their employees
...
The frequency of formal appraisals will
depend on the nature of the organization and on the objectives of the system
...
In an

environment which is less subject to change, annual appraisals may be sufficient
...


Performance Appraisal Methods
With the right performance appraisal method, organizations can
enhance employee performance within the organization
...


Traditional Methods

Modern Methods



Ranking Methods



Management by Objective



Essay Method



Behaviorally Anchored



Straight Ranking Method



Paired Comparison Method



Assessment Centers



Forced Distributional Method



360-degree Appraisal



Graphic Rating Scale



Human Resource Accounting



Checklist Method



Critical Incident Method



Field Review Method

Rating Scale

Method

Performance Appraisal Methods That Will Fail
Performance management is a tricky thing to handle, and it’s incredibly easy to get
it wrong
...
Not only are these methods ineffective, but they
destroying most of the benefit that could come out of an employee performance
review
...
A reviewer rates each
performance criterion for each employee from poor to excellent
...
And because the information is
numeric, a rater’s biases can greatly impact the review
...


 Self-evaluation
A self-evaluation asks the employee to reflect on his or her
performance throughout the year
...

What’s missing: As much as any person tries to be unbiased, there’s only so
much impartiality you can bring to the process of judging yourself
...
The
addition of outside viewpoints particularly that of a manager and peers, allows for
a fairer judge of performance
...


 Forced choice method
In the forced choice method, the reviewer is given a number of
statements that apply to the employee, and the reviewer must decide whether each
statement is true or false
...

What’s missing: The forced choice method attempts to remove reviewer bias by
standardizing review items, this method also removes anything other than black or
white answers
...
Employee performance is not binary, and their
reviews shouldn’t be either
...
” Distribution must follow expected patterns, meaning there
must be average performers, a few poor performers, and even fewer high
performers
...

Maybe every employee on your team is a rock star – this system would force you

to choose someone who is the “worst,” and they would be punished accordingly
...


 Field review method
The field review method is conducted by someone outside of the
employee’s own department, most often from HR
...
The reviewer
observed the employee for several days, and then evaluates performance
...
In fact, it’s impossible for an
outsider to know how the employee actually behaves; his or her behavior will
change under the knowledge of special observation
...


 Essays
Managers are asked to answer open-ended questions about each
employee in an essay format
...
While this
sort of item allows managers to provide detailed, circumstantial information, it
removes the ability for HR
...
Additionally, employees
may be unfairly helped or harmed depending on the manager’s abilities as a writer
...
Sometimes performance appraisal also fails because
wrong goals are chosen to optimize the performance of the employees
...


Topic:
Modern trend and issues of human resources management

Human Resources Management:
Human Resource Management is the process of recruiting, selecting, inducting
employees, providing orientation, imparting training and development, appraising
the performance of employees, deciding compensation and providing benefits,
motivating employees, maintaining proper relations with employees and
organization, ensuring employees safety, welfare and health measures
...
The way of working and the technical data have collaborated to shape
the human resources of an organization
...
This is done to get an insight about the staff and to
retain best people on the job
...
HR Innovation
Innovation within the Human Resources industry can be seen with HR
professionals setting the pace with new performance management models, new
learning methods, new ways to reduce bias, and new approaches to recruit and
train people
...
Surge of People Analytics
With its ability to produce insights into the workforce, help companies retain
talents and spot employees who are likely to leave, the use of People Analytics is
becoming prevalent in 2018
...


3
...
This type of approach is changing the way HR professionals recruit
candidates with technology leading the charge
...
Popularity of Wellness Apps
With the understanding that employees must be emotionally and physically well in
order to perform at their maximum levels, HR managers are taking the steps to
ensure that workers are monitored and empowered to take care of themselves
...


5
...
Apps for attracting talent, worker performance analysis,
applicant tracking and assessment, enterprise management, internal management,
etc
...


6
...
This is increasing the
need for tools that integrate case management, document management, employee
communications, and help-desk interactions
...


7
...


8
...
High volume recruitment is being automated, skilled job hiring
is being transformed by open sourcing tools, recruitment management systems, and
improved assessments
...
Advancement in technology
With rapid advancement in technology, companies nowadays require such human
force that has the ability to learn and cope with the changes at an opportune
moment
...

It is because the present world demands every firm to move along with the change,
or else be left behind and get extinct
...
During this
process, unemployment, as well as employment opportunities arise

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